Your interview is almost over and it's gone well! Remember, though, you're interviewing them just as much as they're interviewing you.

At the end of an interview, the hiring manager always asks, “Do you have any questions?” The response to that question should never be, “No.” Asking questions will provide you with additional details about the company, the role, and the culture. It also demonstrates that you're truly interested in the position. TopInterview shares its recommendations on good interview questions to ask below.

What questions do you ask? 

Interviews should not be a question-and-answer session. They should be a conversation. While you may not want to ask all of these questions, here are 25 questions to ask at the end of an interview. 

1. What was the most important question you asked me during this interview? 

This will give you an idea of which quality the company is most interested in having a new employee exhibit. It will also alleviate any butterflies you may have, if you feel you didn't answer a question very well. If the question the hiring manager mentions is one that you feel you didn't answer well, take time to expound on your previous answer and provide a more robust response.

2. What's the most important quality the person filling this role will have?  

If you've talked about this during the interview, then phrase it like this "I know we covered what characteristics you want your employee to have, but which is the most important?” Here you're trying to find out, for example, if they prefer a person who is organized, who can multitask, or who can solve problems. 

3. What are some of the company's short- and long-term goals? 

You want to know whether they have goals, if their goals are lacking, or if they have ambitious goals. It can give you some insight into the health of the department and the organization. Knowing what they have coming up in the future gives you a chance to indicate how you could help them to achieve their goals. Always come back to how you can help them.

4. What are the biggest challenges the company is facing right now?

Talk about a great opportunity to further discuss your skills! Listen intently to what the interviewer says. Then empathize with their plight and talk about how your skills would be perfect for helping them to get past the challenge. 

5. How is the company addressing these challenges?

Talking about helping them to overcome challenges will increase your value as a job candidate. Additionally, you'll know going in that there will be issues that need fixing. This is a great time to decide if you even want to be a part of that journey. 

6. What is the most challenging thing about the role you seek to fill?

Now that you've taken the time to show interest in things the company is going through, it's time to talk about the role itself. Understanding what the hiring manager has been dealing with in trying to fill the role will give you some idea of their leadership style, what they're looking for in a candidate, and whether you truly fit the bill. 

Sometimes, the interviewer will bad-mouth candidates. This is a huge indication that their leadership style may be lacking. Do you want to work for someone who talks poorly about others? You may hear the hiring manager say that they can't find someone with a specific skill. Take this opportunity to circle back to how you can fill that gap. 

7. Can you show me examples of projects you currently have in progress?

If you can get the interviewer from behind the desk to walk you through the department to see what they have going on, then you've made some real progress during the interview. Also, knowing what projects you'll have waiting at your desk if you're hired will help you to determine if the role is right for you. 

If you still think it's the right job, talk to the hiring manager about how your education, skills, and experience match up with what they have going on. Let them know your learning curve won't be too steep, so they won't need to spend a lot of time training you. 

8. How does the company take a concept from idea to completion?

While you don't want to give the impression during your interview that you'll walk in the door and start changing things or implementing new processes instantly, it is a good idea to know their overall process. 

9. Is there someone else in the company that I should meet?

If you can get the hiring manager to show you current projects, ask who else will be important in the life of the new hire. Find out if there are other supervisors or project managers with whom you'll work. 

10. Can you tell me about the person I'll report to directly?

You may not be able to meet other people during your interview. It could be that the interviewer is running out of time or simply that the person you'll report to isn't around at the moment. Whether you get to meet your supervisor or not, you can still ask who they are because getting their name will allow you to research them online. 

11. What's the team like?

This is one of the best questions to ask at the end of an interview. When you ask this question at the end of your interview, you show that you want to fit in. Culture has become important in today's workforce. After you learn about how the team works together, take a moment to show that you're excited to know that because it's how you like to work, too. 

12. How long have you been here, in what position did you start, and why do you like working for this company? 

Obviously, the interviewer is going to sing the company's praises, but communication isn't just about what comes out of someone's mouth. Watch to see if his/her body language matches what they say. You'll learn more about the company and how they treat employees, so this is one of the most insightful questions to ask at the end of an interview if the culture is important to you.

13. What did you do before you were in this job?

You were asked about your background, it's only fair that you ask about the interviewer's. Knowing where he/she came from can help you to know where you may go in your own future. Additionally, if the hiring manager gets the impression that you're trying to get to know them it shows that you're really interested in the position. 

14. How do you measure performance?

Companies often measure performance to determine compensation. In a lot of cases, formal evaluations, and some sort of record, are made. Knowing how they measure performance may give you an indication of a timeframe for expecting a raise in pay. You can also use this question to get an idea of performance standards. 

15. Are there formal evaluations?

There are 3 ways to measure performance. Try to discover whether the evaluations are narrative or if the company uses some sort of scale. If the role you seek is competitive, you may find that you're evaluated against your colleagues' performance rather than your own past performances. 

16. How often do those evaluations take place?

Knowing the schedule of the performance reviews is an indication of whether the company is well-structured. If the interviewer makes it seem like reviews only take place when they're needed, this may be an indication that you're heading into a job with no advancement opportunities. 

17. How does the company reinforce employee actions, behaviors, and work performance?

There are several ways to punish or reward performance. Some companies use a progressive discipline policy while others encourage training to augment skills. Asking which they use is one of the best post-interview questions, because how you'll be treated can be the deciding factor on whether you want to work for the company.

18. Where do you see the person you hire for the role in 6 months or a year?

Interviewers love throwing the “Where do you see yourself in 5 years?” question at candidates. Give it back to them. It'll show them you're interested in the long term and you'll know if there are advancement possibilities.

19. Will I be allowed to perform stretch assignments to expand my knowledge and use skills in areas outside my specified job role?

This is another question you can use to see if there are opportunities to advance. You may not be looking for a stepping-stone position. If you're trying to find your forever work home, knowing that you're not going to end up in a dead-end job is a great thing to know from the outset. 

20. Why is this position open? Is it new or did someone leave?

You can find out more about the role - whether it's a one-stop kind of job or whether there's advancement - by finding out more about the reason the position is open. If the job is a revolving door for prior staff, there's usually a reason for that. Perhaps the company created this position for a challenge they're facing. You need to know whether the role will still exist once that challenge has been overcome. 

21. What have past employees done to succeed in this position?

If the role isn't new, knowing what others did to succeed gives you a leg up on being successful. When the interviewer talks about the qualities other employees had, or the things they did, take a moment to remind him/her about your qualifications. 

22. What does failure in this position look like?

Just like it helps to know what success looks like, you want to know what has caused others to fail. Avoid talking negatively about past employees, but use this moment to show how you will take those lessons to heart and not repeat what's already happened. 

23. Do you have any reservations about my qualifications? 

This is a unique interview question, in that most people aren't brave enough to ask it. Asking if there's something they don't like about you can be hard, but it's powerful. If there are any hiccups in your experience, education, or skill level, now is the time to find out. 

There are a couple of outcomes that can be presented with this question. First, you can try to put the interviewer's concerns to rest by showing how what they're worried about is something you can fix. Second, you now have some information about professional development courses you may need to take to improve your chances of landing a job in this industry.

24. What are the next steps in the interview and onboarding procedure?

The reason for this question is obvious. Following up after an interview is critical to the success of your job search. Knowing their timeline, whether you'll have future interviews, and if they have other people to interview, gives you a good idea of when you should put your name back in front of the hiring manager. 

25. Has a date been set for when you want to have someone hired?

This is a great interview follow-up question. Many people will go home and sit by the phone, or keep a constant eye on their email, waiting for a job offer. If you walk out of that office knowing the proposed date of hire, you won't be so nervous if it takes a bit of time for you to hear back from them. You'll also know when it's time to move on from this role to another. 

The takeaway

Don't let your interview be one-sided. Join in the conversation and make sure you've put some thought into questions to ask at the end of an interview. You're not required to like every job for which you interview; asking questions is the best way to find out whether the job is right for you. 

If you need help getting over being nervous about asking questions, one of our career experts and TopInterview coaches can help.

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